Graduate School of Business and Leadershiphttp://hdl.handle.net/10413/67782018-02-22T04:42:13Z2018-02-22T04:42:13ZThe migration experience and cross-cultural adjustment of migrant Zimbabwean teachers in eThekwini municipality, KwaZulu-Natal.http://hdl.handle.net/10413/150082018-02-15T01:01:05Z2017-01-01T00:00:00ZThe migration experience and cross-cultural adjustment of migrant Zimbabwean teachers in eThekwini municipality, KwaZulu-Natal.
There is paucity of research unpacking South Africa (SA) as a receiving country for migrant teachers and how they have adjusted to the new work environment (Manik, 2011b). This necessitates research into this area. The main aim of the study was to document migration and work experiences of migrant Zimbabwean teachers in the eThekwini Municipality and to ascertain whether they are adjusting to their teaching craft in SA. The research also sought to find out the opportunities and challenges they encountered in their craft in eThekwini. The information gained in this study, it is hoped, will shed light on how current policies and working environment is viewed by migrant Zimbabwean teachers. The data was drawn from a qualitative study that used face-to-face interviews and telephonic interviews. Snowball sampling was used for sampling since the target population was somewhat hidden or hard to reach ,the sample size consisted of fifteen Zimbabwean teachers and ‘thematic analysis was used to analyse data (Clarke and Braun, 2013; Vaismoradi, Turunen, & Bondas, 2013).
The findings indicated that the majority of the migrant Zimbabwean teachers moved to SA during the peak of economic crisis in Zimbabwe. The push factors for migration were economic instability, political instability and unfavourable living conditions (Gebre 2007; Stanojoska and Petrevski, 2015). Zimbabwean teachers attested that they were not able to meet the basic requirements for their families hence they decided to move to SA.
The challenges encountered by Zimbabwean migrant teachers included unfriendly colleagues, ill-disciplined learners, difficulties in acquiring and renewal of permits, lack of job security, unfamiliar teaching environment, lack of induction, difficulties in communication, and expensive accommodation. They cited educational advancement as an opportunity since most of them were continuing with their education and working at the same time.
Ill-disciplined learners and difficulties in communication not only affect the work performance of migrant teachers but also hamper the progress of learners. Some seemingly xenophobic attitudes prevalent in the work place manifest in the non-acceptance of English as a medium of communication among most stakeholders in the school community that include; colleagues, parents, support staff and learners. This hinders communication and deters migrant teachers from performing their job optimally. This research concluded that more research on strategies that improve the adjustment of migrant teachers to the new working environment is needed. Possible strategies may include introduction of induction programs in schools for both migrant teachers and local stakeholders and the offering of Zulu lessons.
Master of Commerce in Human Resources Management. University of KwaZulu-Natal, Durban 2017.
2017-01-01T00:00:00ZWork life conflict and intention to leave amongst educators at selected schools in KZN.http://hdl.handle.net/10413/149132018-01-31T01:00:30Z2014-01-01T00:00:00ZWork life conflict and intention to leave amongst educators at selected schools in KZN.
The overall aim of this research was to examine the relationship between, and the extent to which educators experience work life conflict and intention to leave. A convenience sample of 494 educators from the Pinetown and Umlazi district of KwaZulu-Natal was selected. The study was cross sectional using questionnaires to collect data.
The results showed a statistically significant correlation between work life conflict (work to family conflict and family to work conflict) and intention to leave. Participants slightly agreed to experiencing work to family conflict and disagreed that family to work conflict was experienced. It was also found that participants were unsure of their intention to leave. Both types of work life conflict were found to be significant predictors of intention to leave.
South African studies amongst educators at schools on the issues of work life conflict and intention to leave are limited. This study will add to the body of knowledge available in this country, on the relationship between work life conflict and intention to leave in the education sector.
Master of Commerce in Human Resource Management. University of KwaZulu-Natal, Durban 2014.
2014-01-01T00:00:00ZAssessing the accommodation of employees with disabilities in Nedbank Retail Division, South Africa.http://hdl.handle.net/10413/148952018-01-27T01:00:41Z2016-01-01T00:00:00ZAssessing the accommodation of employees with disabilities in Nedbank Retail Division, South Africa.
Reasonable accommodations are the means by employers to enable the people with disabilities to perform the essential functions of the job. It refers to modifications or alterations to the way a job is normally performed to make it possible for a suitably qualified person with a disability to perform as everyone else does. Employers should reasonably accommodate the needs of people
with disabilities; this is both non-discrimination and an affirmative action requirement. Providing reasonable workplace accommodation for employees with disabilities (PWDs) has been associated with enhanced job tenure, performance, and satisfaction. However, employers have struggled to effectively meet employees’ accommodation requests. PWDs can demonstrate their ability and contribute equally alongside fellow workers if organisations remove unfair discriminatory barriers
to their employment and make reasonable accommodation for their needs. The most important part of the law against disability discrimination is the duty of employers to make reasonable adjustments. Basically, this means that where workers are disadvantaged by workplace practices because of their disability, employers must take reasonable steps, for example, by adjusting hours or duties, buying or modifying equipment or allowing time off so that they can carry out their job. This research is about the reasonable accommodation of people with disabilities in Nedbank retail which consists of 17 250 employees of which 677 have disabilities (Nedbank Retail Disability Report, 2015). The target population consists of people with disabilities in Nedbank retail. The sample of 215 PWDs was drawn using a probability sampling technique called simple random
sampling and comprised of senior and middle managers with disabilities as well as PWDs from the level of junior staff. Data was collected using both self-administered questionnaires (whose psychometric properties were statistically assessed) and face-to-face interviews. Data from the former was analysed using both descriptive and inferential statistics and interview data was
assessed using content analysis. The results of the study enlighten employers on how to manage expectations on reasonable accommodation of employees with disabilities thereby, avoiding being discriminatory when dealing with issues of disability. Based on the results of the study, recommendations are generated, which when effectively implemented have the potential to
contribute to better accommodation of PWDs in the workplace, thereby creating a great place to work for all.
Master of Commerce in Human Resource Management. University of KwaZulu-Natal, Durban 2016.
2016-01-01T00:00:00ZCritical analysis of corporate governance implementation and control systems within the municipal sector in Gauteng province in South Africa.http://hdl.handle.net/10413/147582017-09-12T07:20:31Z2016-01-01T00:00:00ZCritical analysis of corporate governance implementation and control systems within the municipal sector in Gauteng province in South Africa.
By utilising the King III Report as a conceptual framework, this study sought to critically analyse corporate governance implementation and control systems within the municipal sector in the Gauteng province, South Africa. For a municipality to be trusted by and accountable to the public, it needs to implement an effective governance process. However, the absence of the municipal sector corporate governance implementation framework poses a major sector challenge for municipalities. For example, unsuccessful basic service provision and unsuccessful Operation Clean Audit (OPCA-2014) interventions have failed to correct poor governance, which gave rise to municipalities not receiving clean audit opinions from the Auditor-General of South Africa. In addition, it has become clear that the municipal board, charged with the implementation of effective governance practices, do not fully understand their governance roles. This can be evidenced by the fact that the majority of councillors need training and development in corporate governance. The ultimate aim of this study is to provide municipal boards with the skills and knowledge that will eventually translate into increased and sustainable development and good governance. The study used a combination of research approaches, where the quantitative approach was used to generate statistical data and reports, while the qualitative paradigm was used to substantiate numerical data. Data was collected by means of a questionnaire and interviews. Quantitative data was analysed through SSPSV 22 for factor analysis, descriptive and correlation analysis while qualitative data was transcribed and loaded into a qualitative data analysis software application known as NVivo. It was then coded and grouped into categories or themes. The data interpretation was done by illustrating different points with quotes, either verbatim or paraphrased. The study revealed that the challenge that municipal boards face is that they do not understand their governance role, resulting in service delivery protests as programmes are not implemented. In addition, the absence of a sector-specific framework is also a major contributor to ineffective administration and negative audit outcomes. The study proposes a model that municipalities can customise when implementing corporate governance. It concludes that by adopting and utilising the municipal corporate governance implementation framework, governance practices in municipalities can dramatically improve. As a result, the boards will be empowered and skilled in good governance. A further empirical study on how the specific sector governance implementation framework can be incorporated into educational institutions’ study programmes is highly recommended.
Doctor of Philosophy in Leadership Studies. University of KwaZulu-Natal, Westville 2016.
2016-01-01T00:00:00Z